A person who deserves loyalty receives it.

Joyce Maynard

 ::loyalty – a feeling or attitude of devoted attachment::

All great leaders have something very unique about them that helps them to lead people, countries and organizations to innovation and growth.  I read 1776 by David McCullough a few months ago and was in awe reading about George Washington’s own personal evolution as a leader.  The book while covering the historical facts also showed us the human side of Washington, along with his own insecurities and emotions, tasked with accomplishing the seemingly impossible mission to establish America’s independence.  The men (and some women) who joined Washington in the fight were often unskilled in the art of war, were hardly compensated, lacked proper nutrition and medical attention, and left behind families, farms and trades that needed their support.  However, when it came time to re-enlistment, Washington was able to garner continual backing by a large percentage of those who were committed to the cause – even with the revolutionary war dragging on for 8 years.

What ability did Washington have to be able to continually engage and enroll these brave men?  Very simply – he was able to foster a strong loyalty among them.  The loyalty to him allowed Washington to unleash the troops’ potential and develop them into a “winning team”.  What Washington faced back in 1775-1783 isn’t unlike what many corporate leaders face today.  The economic times and global uncertainties require a leader to accomplish the unthinkable at times.  Here are 3 pain points that leaders are often confronted with when trying to build a loyal team:

1. Overcoming resistance to change within. 
2. Connecting deeply with employees.
3. Eliminating the trust gap.

How can you reduce the impact of these pain points and increase your loyalty factor?

• Communicate.  Communicate.  Communicate.  Let employees know exactly where you’re headed and eliminate surprises.
• Establish clear expectations.  Everyone should know what her role is in corporate goals.
• Connect and show your human side.  Hit the “field” and get to know your employees to relate with them.
• Do what you say will do.  Follow through on commitments you make to build trust within.
• Recognize and reward.  This isn’t all about financial renumeration.  It’s about sharing successes and acknowledging people for their contributions.
• Break down the walls of the ivory tower.  Have employees understand that you want to hear from them and that they’re welcome in the “executive suite”.
• Design a path.  Reduce uncertainty and show employees that there is an opportunity for career growth based upon achievements.
• Tune in on the rumor mill and gossip.  Then frankly address what you’re hearing.  Correct misinformation.  Don’t just stick your head in the sand and let it continue to foster.
• Listen and read between the lines.   Are employees telling you what you want to hear or what you need to hear?  Encourage constructive feedback and accept criticism gracefully.
• Leave scare tactics behind.  Employees won’t increase their productivity because you’ve instilled fear of layoffs, etc. in them.  Be honest about what’s going on, but don’t let negativity guide your leadership style.

Fostering loyalty among employees is truly the secret to unleashing your organization’s potential.  They will contribute toward growing the organization, improving profitability and enhancing the knowledge base internally.

How have you been able to build loyalty among your team?  What has been the most effective tool?  I’d love to hear from you.  Please share your insights below.

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